This week’s journal article focuses on attribution theory and how it influences the implementation of innovation technologies. Two types of employee attributions are noted in the article (intentionality and deceptive intentionality), please review these concepts and answer the following questions: A minimum of five peer-reviewed journal articles.
Attribution theory is a psychological framework that seeks to explain how individuals interpret and explain the causes of events and behaviors. It investigates how people attribute the outcomes of a particular event, whether to external factors such as luck or uncontrollable circumstances, or to internal factors such as personal abilities or efforts. In the context of innovation technologies, attribution theory can help us understand how employees perceive and attribute the success or failure of implementing these technologies in their work environments.
One of the key concepts discussed in the article is intentionality, which refers to the perceived intent behind an individual’s behavior or actions. In the context of implementing innovation technologies, intentionality can be seen as whether employees believe that management intentionally introduced these technologies to improve productivity or if there are other hidden motives. For example, employees may attribute the implementation of new technologies to a genuine desire to streamline processes and enhance efficiency, or they may perceive it as a cost-cutting measure aimed at reducing the workforce.
Deceptive intentionality is another important concept discussed in the article. It refers to the belief that management purposely conceals the true intentions behind the implementation of innovation technologies. Employees may attribute deceptive intentionality when they suspect that these technologies are being introduced to monitor their performance, enforce control, or potentially lead to job displacements. This perception can be influenced by factors such as past experiences, organizational culture, and communication patterns within the workplace.
Understanding these attributions is crucial in the context of implementing innovation technologies because employees’ beliefs and perceptions can significantly impact their attitudes, behaviors, and ultimately the success or failure of these implementations. When employees attribute the introduction of new technologies to positive intentions and genuine organizational goals, they are more likely to embrace these changes, engage in learning and training, and actively participate in the implementation process. Conversely, when employees attribute deceptive intentionality to the implementation of innovation technologies, they may resist the changes, become disengaged, and even sabotage the implementation effort.
To answer the question, a review of at least five peer-reviewed journal articles is required to gain a comprehensive understanding of the concepts of intentionality and deceptive intentionality in the context of implementing innovation technologies. These articles should explore the impact of these attributions on employees’ attitudes, behaviors, and the overall success of technology implementation efforts. Additionally, it would be beneficial to examine any proposed strategies or interventions that organizations can employ to mitigate negative attributions and promote positive perceptions among employees during these technological changes. By analyzing a range of peer-reviewed articles, we can gain insights into the current state of research in this area and identify any gaps or limitations in existing knowledge, thus paving the way for future studies in this field.